1 / 17

Communicating Total Rewards

Communicating Total Rewards. G. Scott Seal, CCP Intermountain Health Care . www.icbautah.org. What’s our goal as professionals?. - Attract the best candidates - Hire the most qualified - Retain employees - Align practices with Corporate vision & mission objectives

deanna
Download Presentation

Communicating Total Rewards

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Communicating Total Rewards G. Scott Seal, CCP Intermountain Health Care www.icbautah.org

  2. What’s our goal as professionals? - Attract the best candidates - Hire the most qualified - Retain employees - Align practices with Corporate vision & mission objectives - Be a benchmark to the community & industry

  3. Why communicate …. - How a company communicates with employees may matter more than pay and benefits in fostering employee commitment, satisfaction and retention, according to a survey of workers by Mercer Human Resource Consulting. - The responses suggest that employees at companies that keep workers informed about matters that affect them and provide workers with ready access to the information they need to do their jobs are less likely … of leaving. 1

  4. Value of Total Employee Benefits According to the Employee Benefit Research Institute, employers spent nearly $6 trillion on employee compensation in 2001, with over $920 billion of that estimate accounting for employee benefits.2

  5. Common reasons not to communicate …. - Poor design or administration (resulting in employee confusion) of the reward program - “That’s the way the culture is around here” - “It’s management’s responsibility to determine pay; the employees will have to accept it” - “The more communicating I do, the more questions I get, the more explaining, and convincing I have to do. I don’t have time to do my job!”

  6. Comp & Benefits Communication

  7. The Communication Process

  8. Step 1 - Situation - What is the current situation? • Compensation - Merit, Incentives, Stock, etc. • Benefits - Managed Care, Defined Benefit to Defined Contribution, etc. • Work Experience - Flexible Schedules, Tuition Assistance, etc.

  9. Step 2 - Objectives - Use SMART Goals to set objectives • Specific • Measurable • Attainable / Audience Specific • Relevant • Time Bound / Tied to the Business

  10. Step 3 - Key Messages - The number of key messages for each objective should be limited. Stay focused on the objective. Objective: “Increase provider participation from 33% to 50% by the end of 2003.” Key Messages: - “Current satisfaction levels are above 95%.” - “Outcomes are the same as other providers.” - “You do less paperwork through the new provider.”

  11. Step 4 - Audience Research Questions to Determine the Audience 1. Who is your audience? 2. What is the current level of understanding? 3. What is the fit to culture and corporate philosophy? 4. How does this project fit with recent or upcoming changes? 5. Are consistent messages communicated?

  12. Step 5 - Media Selection Media Alternatives - Print - Internet / Intranet - AV - Video - Group Meeting - Slide Show - One-on-One - Workshops - Flip Chart

  13. Step 6 - Implementation Complete Communication 1. Activity-based - Training - Employee meetings 2. Media-based - Print - Audio / Visual Optimal Communication Plans usually employ both types of communication.

  14. Step 6 - Implementation Process 1. Pre-introduction 2. Basic release of information 3. Informal network 4. Feedback 5. Reinforcement

  15. Step 7 - Evaluation 1. Are the communication objectives realistic and obtainable? 2. Is the information collected valid and useful? 3. Are the communication sessions being targeted to the appropriate audiences? Is the message being assimilated? 4. Were the chosen media the most appropriate?

  16. Conclusion ROI of Effective Communication 4 - Maximize company’s returns on compensation and benefits investments - Promote employee understanding and appreciation of total value of package - Help employee maintain appropriate perspective when changes are made to compensation & benefits packages - Show employees how to use benefits programs and realize their full value

  17. Sources 1Mercer Human Resource Consulting. (Obtained through http://www.hrinstitute.info/viewupate.asp?I=internal+communications) 2 Employee Benefit Research Institute, “Facts from EBRI: Employer Spending on Benefits 2001,” www.ebri.org (October 2002). (Obtained through http://www.ebri.org/facts/1002fact.pdf). 3 WorldatWork. Module T4 - Communicating Total Rewards 4 Corporate Leadership Council, Compensation and Benefits Communication, Washington: Corporate Executive Board (June 1998).

More Related